(11/6) The Emmitsburg Town Council unanimously approved increasing phased salary changes for town staff amounting to $126,263 and discussed changes that would make the town more competitive when seeking new employees, at their November meeting.

The raises will occur in two phases: 50-percent will become effective on January 1, and the second 50-percent will become effective on July 1 with the commencement of the 2021 budget year, as per the motion made by Commissioner Frank Davis, seconded by Commissioner Joseph Ritz.

Prior to the vote, Town Manager Cathy Willets told the board, "I can tell you with working with the Mayor on this, that our recommendation was basically (adopting) the salaries as they related to the ERI market (Economic Research Institute)." The ERI "compiles the most robust salary survey data, cost of living, and executive compensation available with current market data," according to their website.

Based on ERI data, town staff determined that there was a department-wide shortfall of $126,263 in salaries, as far as where they should be by ERI standards. The shortfall was determined to be "spread out over the various departments," and involved the positions of town manager, director of public works, water and sewer superintendent, the town planner, town accountant, lead water and sewer operator, two water and sewer workers, town clerk, and the two public works employees.

In addition, the job titles for two positions are to be upgraded, Willets stated. The job titles of the public works employees will be changed to maintenance technicians, essentially because they actually "do more than just water and sewer, water line repairs, public works," she said, adding, "They do such a great variety of things … It (the job title change) encompassed what they did."

Further, the title of office manager will be changed to administrative coordinator, which, Willets said, "fits more of the duties of that position (as presently being performed) as well."

In order to allow the town to be more competitive when it comes to filling positions, Willets said the current method of determining salary increases will be changed. "We would recommend a salary-chart change using minimum, midpoints and maximums, instead of a grade and step change."

She said using the grade and step method of granting increases resulted in raises involving "small percentage changes," and that this process was "where I believe we lost our competitiveness. As employees progressed through the salary chart, the percentage of raises they would receive … decreased.

Willets also said funding the $126,263 in salary increases would not greatly impact budgets. One budgeted position, she said, does not need to be filled at this time, and other revenue sources are anticipated, inclusive of logging revenues in the amount of more than $30,000 and an anticipated 2020 budgetary surplus of $150,000.